POTENTIAL EFFECTS OF BANDING AS A FUNCTION OF TEST RELIABILITY

Cascio, Outtz, Zedeck, and Goldstein (1991) described the application of a number of test score banding procedures in personnel selection. Equations are developed illustrating the relationship between the width of test score bands and test reliability. When reliability is moderate to low, bands are likely to be larger than the standard deviation of the test, and are likely to include a large proportion of the applicant pool. The relationships between band widths and the differences between higher scoring and lower scoring groups are also examined. When the band is smaller than the differences between groups (which may happen when highly reliable tests are used), banding may not by itself prove effective as a means of reducing the adverse impact of tests, even when banding systems that maximize opportunities for members of the lower scoring group are used.     

The Buros Institute of Mental Measurements: Commitment to the Tradition of Excellence

This article reviews briefly the history of the Buros Institute of Mental Measurements and then provides an overview of the expanded mission of the Buros Institute. The origins of the Mental Measurements Yearbook series are highlighted, along with discussions of goals and the evolving structure of the Yearbook series. In addition, the bibliographic reference series, Tests in Print, and the specialized monograph series are placed in historic perspective. Goals of the “new” Buros Institute of Mental Measurements, located at the University of Nebraska—Lincoln, are also presented.     

Crisis Reactions of College Freshmen As a Function of Family Support Systems

This study explored the relationship between family support system availability and crisis reactions of entering freshman college students. Self-report measures, including distance from home, anticipated weekend visits with family, and number of family relatives residing in the college community, were investigated in relation to the crisis variable. The availability of the student's family was inversely correlated with his or her crisis score. This article emphasizes the need for primary group support and discusses implications for intervention.     

A SIMPLE AND RELIABLE METHOD OF SCORING THE THURSTONE ATTITUDE SCALES

A simple method of scoring the Thurstone Attitude Scales is presented, which does not involve the use of a judging group and yet is found in several samples to be consistently more reliable than the original method of scoring. The scores obtained by the two methods correlate highly (median r = .88), indicating that they are measuring essentially the same thing.     

Lesbian Couples and Their Parents: The Effects of Perceived Parental Attitudes on the Couple

Twenty respondents, each of whom was in a committed couple relationship, were asked how their parents' attitudes toward (a) their partner and (b) their lesbianism impacted on their relationships with their partners. The study revealed that the adverse consequences of parental disapproval are overshadowed by the benefits to the couple that are derived from the decision to affirm one's lesbian identity and to acknowledge the nature of the couple relationship by “coming out” to parents. The negative impact of secrecy on the couple, the downplaying of parental disapproval, the positive effects on the couple of an affirmed lesbian identity, and the importance of acknowledgment of the lesbian couple are discussed. The author maintains that the counselor working with lesbian couples must be lesbian affirmative, and she suggests eight specific, clinical implications for working with lesbian couples.     

Explaining the Weak Relationship Between Job Performance and Ratings of Job Performance

Ratings of job performance are widely viewed as poor measures of job performance. Three models of the performance–performance rating relationship offer very different explanations and solutions for this seemingly weak relationship. One-factor models suggest that measurement error is the main difference between performance and performance ratings and they offer a simple solution—that is, the correction for attenuation. Multifactor models suggest that the effects of job performance on performance ratings are often masked by a range of systematic nonperformance factors that also influence these ratings. These models suggest isolating and dampening the effects of these nonperformance factors. Mediated models suggest that intentional distortions are a key reason that ratings often fail to reflect ratee performance. These models suggest that raters must be given both the tools and the incentive to perform well as measurement instruments and that systematic efforts to remove the negative consequences of giving honest performance ratings are needed if we hope to use performance ratings as serious measures of job performance.